A good interview is part science, part art form and part dark arts
Each is unique in time and space. Like a home made curry, no two are exactly the same - although they both require regular ingredients:
Preparation - neglect to review a candidate’s paperwork prior to the interview is not only rude but smacks of disorganization.
Set the tone - let candidates know that you’re glad to meet them. Express your appreciation for the time they’ve taken to come in and explain how the interview will proceed. Then try to follow that format as closely as possible.
A script - don’t underestimate the value of preparing several questions beforehand. Too often, busy managers (is there any other kind?) forget until it’s too late what they wanted to ask. Ask open-ended questions and then listen carefully to the responses. Try to ask a good mix of questions - those that give insight into behavior, elicit opinion, demonstrate experience, and reveal background.
Listen to your instincts - if a candidate seems too good to be true or seems to lack the skills you need, be honest with yourself as you assess the meeting. No amount of questioning can change a person’s ability to do a job!
Know what you want - if you don’t know the skill set required for the role, how are you going to ask the right questions? Make a list of what you’re looking for and then ask pointed questions so that when the candidate walks out the door you know whether or not he or she is a viable option.
Time management - stick to your schedule but be prepared to cut the meeting short and jump to the more concluding questions. Don’t waste your time or the candidate’s by stretching the meeting out. If there’s no match, no amount of conversation is going to change that.
Make notes - forget about remembering everything that transpires during an interview. Notes enable you to review the meeting at a later time, especially important if you’re interviewing many people for the same position. Don’t forget that good candidates will also be interviewing you. In addition to being skilled at asking appropriate questions that will elicit a candidate’s strengths and talents, you must be conscious of the impressions you are making as well.
Don’t forget that good candidates will also be interviewing you. In addition to being skilled at asking appropriate questions that will elicit a candidate’s strengths and talents, you must be conscious of the impressions you are making as well
Treat assessment tools like chutney for a curry. They are wonderful complements to, but no substitute for the main course.
Selector is our preferred provider of psychological profiling and provides access to in-house psychologists. Their services include: competency assessments, team profiling and career planning tools. An example of some typical interview questions are below.
Typical Interview Questions
What is the most difficult situation you have had to face & how did you tackle it?
Give me an example of when your work was criticized. How did you react?
How do you motivate staff/those around you?
Which five adjectives best describe you?
How would a customer, a colleague and your manager describe you?
What is the most unusual thing you have ever done?
What, if anything, would you change about your career so far?
Which, if any, answers that you have given during this interview would you change?
What have you learned from mistakes on the job?
What qualities do you look for in a manager?
Tell me about a time that you missed an obvious solution to a problem?
When have you had to go above and beyond the call of duty to get a job done?
What is your usual way of handling conflict? Give me an example.
What tricks or techniques have you learned to make your job easier or yourself more effective? How did you learn them?
Describe a time when you anticipated potential problems and developed preventative measures.
What is the best idea that you’ve never applied? Why haven’t you done it?
Give a specific example of a policy you conformed to with which you did not agree.
Which adjective would you consider the worst thing to be described as?
Who have you learned most from?
Why should I consider you for the role over other applicants?
JOB SEARCH
JOBMAIL!
Get the latest hot jobs sent straight to your inbox!
RSS Feed
To subscribe to our RSS Feed add the following address to your RSS Reader or click here to view our RSS feed in your browser.
Retailworld Resourcing is a recruitment agency that specialises in the retail sector. We place people in retail jobs in New Zealand and retail jobs in Australia, throughout all areas and levels within the retail industry.
rwr au v1